Managing the Employment Relationship

the Employment
Relationship

Table of Contents
INTRODUCTION ..........................................................................................................................3
Case Scenario...................................................................................................................................3
Key employment issues...............................................................................................................3
Relevant employment legislation ...............................................................................................3
Relevant case examples ..............................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Employment relationship is merely an assemble link which is made between the
employees and the employers. This is generally the performance of work and adaptive functions
through which all the services and the work are being performed with general nature. It helps out
in analysing and the working function in all the organisational areas. It bis important to manage a
positive nature and environment by attributing and creating all the resolution and the nature that
is being made between the organisation and the people. In UK employment law there are
Equality act 2010, Employment act 1996, Human rights act which implies the protection of
rights of the employees in order to manage and govern the workplace relations. This manages the
supplemented state, territory and other general laws(Blackburn and Graca, 2021). This report
will cover some employment issues which are being faced by the Global Organic Foods (GOF),
London. Where there is needed to be identified all the key issues, relevant employment
legislation and examples.
Case Scenario
Key employment issues
 Whether Indi Kaur is entitle to get the maternity leave?
 Whether Tom Harding imply conditions as for not wearing any such thing which will
reflect religious belief at work?
 Whether the act of Tom Harding infringes the right to religion of its staff members?
Relevant employment legislation
In Employment Rights Act, 1996 their is been provided under section 71-73 about the
rights of the female employees in all the working organisation. All the women being working in
the company are entitle to get the maternity leave for a period of 6b months as the ordinary
maternity leave (OML) and also will get the Additional maternity leave (AML) (Pickard, 2019)
(Murphy, 2002). The female working staff can also give a notice if they are willing to change
the return date. Some of the major rights which are being given to the females at the time of
maternity implies with the regulation which are like Management of health and safety at work
regulation 1999, Maternity band Paternity leave regulations 1999 and Government ordinance
number 96 for maternity protection at work is like:
 Right to gain the maternity leave contractual terms during it other then pay.